This position plays a critical role in the design, administration, analysis, and governance of the organization's compensation programs. This enterprise-level position supports all Berkshire Hathaway Energy affiliates by developing and maintaining compensation programs, structures, and frameworks that leverage market intelligence, advanced analytics, and strong compliance expertise to promote equitable and competitive pay practices. Key responsibilities include managing the annual compensation review process, conducting job evaluations and market pricing analyses, administering salary structures, supporting incentive programs, ensuring regulatory compliance, and developing compensation-related reporting and analytics to support informed business decisions and effective pay governance across the organization. Bachelor's degree in business, accounting, finance or human resources management or in an area related to this field or equivalent related work experience. (Typically four years of related, progressive work experience would be needed for candidates applying for this position who do not possess a bachelor's degree.) Two or more years of experience in compensation, human resources, finance, or a closely related field with a strong focus on compensation programs and analysis for the Compensation Analyst position. Five or more years of experience in compensation, human resources, finance, or a closely related field with a strong focus on compensation programs and analysis for the Sr Compensation Analyst position. Advanced knowledge of compensation programs, processes and technology. Demonstrated experience leveraging and maintaining Human Capital Management (HCM) systems to support compensation administration, reporting, analytics, and workforce management processes. Basic knowledge of executive compensation and nonqualified plans. High attention to detail and a strong customer focus. Excellent communication and ability to influence and persuade. Ability to work independently and meet deadlines. Excellent project management skills; ability to prioritize and handle multiple tasks and projects concurrently. Demonstrated strong knowledge in Microsoft Excel, including pivot tables, vlookups, etc., and the ability to extract, organize and present information from human resources information systems. Effective oral and written communication skills, including presentation skills. Effective analytical, problem-solving and decision-making skills. Manage the organization's job architecture and salary structure framework by conducting job evaluations, assigning job levels and grades, maintaining job documentation, and ensuring alignment with market data, internal equity, and compensation strategy. Partner with HR teams to support organizational changes and maintain consistent compensation governance across the enterprise. (25%) Manage and administer the annual compensation review process by partnering with business units, HR teams, Finance, and Information Technology to ensure successful execution of project timelines, data integrity, and process accuracy. Develop and maintain compensation-related reports and analytics, perform data validation and quality assurance, and coordinate system updates and enhancements throughout the year to support compensation planning, budgeting, forecasting and informed decision-making. (25%) Support the design, analysis, and administration of executive compensation programs by conducting market assessments, preparing compensation analyses and reporting, administering long-term incentive plans and ensuring compliance with governance and regulatory reporting requirements. (25%) Support annual compensation compliance reviews and Fair Labor Standards Act (FLSA) assessments to ensure compensation programs, job classifications, and pay practices remain compliant with applicable laws, regulations and company policies. (10%) Support the Director of Compensation and Chief Human Resources Officer on highly confidential compensation and strategic initiatives, including executive compensation analyses, mergers and acquisitions due diligence, organizational restructurings, compensation program redesigns, leadership requests and other sensitive enterprise-wide projects. (10%) Perform additional responsibilities as requested or assigned. (5%)